Creating a Workplace Where Diverse Talent Can Thrive and Promoting Women's Advancement
First written in FY2016. 3 of 8 entries say "Restated". Latest entry: FY2026.
4 other companies' latest entry also says "Raised".
- FY2026RaisedAnnual report
「Target / indicator / fiscal 2025 result / fiscal 2028 target: percentage of female managers 7.4% / 7% or higher; employment rate of people with disabilities 1.9% / 2.7% or higher; annual paid-leave utilization rate 84.4% / 90% or higher; male employees taking parental leave 92.3% / 100%」
The company newly established fiscal 2028 targets for human capital, updating and expanding its previous targets, including a female-manager ratio of 7% or higher, an employment rate of people with disabilities of 2.7% or higher, and a 100% rate of male employees taking parental leave. - FY2025AdvancedAnnual report
「Percentage of female managers 4.2% / 5% or higher; employment rate of people with disabilities 2.0% / 2.5% or higher; annual paid-leave utilization rate 92.8% / 90% or higher; male employees taking parental leave 100.0% / 100%; stress-check participation rate 95.5% / 100%; percentage of highly stressed employees 17.2% / 15% or lower; engagement score 2.43 / 2.85」
The company updated its fiscal 2024 results and fiscal 2025 targets for diversity, work-life balance, health management, and engagement. It disclosed, among other figures, a 4.2% percentage of female managers, a 100% rate of male employees taking parental leave, and a 92.8% annual paid-leave utilization rate. - FY2024AdvancedAnnual report
「We will regularly conduct surveys covering all employees, take the results seriously, and work to improve engagement by promptly implementing specific improvement measures.」
In addition to the existing indicators for diverse talent, women’s advancement, and health management, the company established an engagement survey covering all employees, with an actual result of 2.44 and a 2025 target of 2.85. - FY2023RaisedAnnual report
「Percentage of female managers 2.2% / 5% or higher; employment rate of people with disabilities 1.8% / 2.5% or higher; annual paid-leave utilization rate 88.0% / 90% or higher; male employees taking parental leave 90.9% / 100%; rate subject to specific health guidance 25.4% / 20% or lower; percentage of employees with regular exercise habits 14.8% / 20% or higher; stress-check participation rate 94.7% / 100%; percentage of highly stressed employees 17.7% / 15% or lower」
The company newly disclosed multiple indicators for diversity, work-life balance, and health management, including 2025 targets. - FY2022RestatedAnnual report
「In addition to introducing a development program for executive talent, we have established various systems to accommodate diverse working styles in pursuit of work-life balance and are actively taking measures such as issuing a health declaration as part of our health-management initiatives.」
The company continues recruitment and development of diverse talent and the provision of flexible working arrangements, while adding health-management initiatives including a health declaration. - FY2021RestatedAnnual report
「Our group has established and operates personnel systems that attract and develop diverse talent. Specifically, we have implemented the following measures: ① We introduced internships for the recruitment of new graduates in technical positions and are recruiting highly specialized talent suited to each individual’s career and aptitude. ② In addition to recruiting new graduates, we are actively promoting mid-career recruitment of people with specialized expertise. ③ We have introduced programs to develop executive and junior talent. ④ To promote work-life balance, we have established various systems to accommodate diverse working styles.」
The company continues its policy of recruiting and developing diverse talent and lists internships, mid-career recruitment, development programs, and flexible working arrangements as specific measures. - FY2019RestatedAnnual report
「We will systematically implement recruitment and development plans for diverse, highly specialized talent, linking these efforts across the company to stronger competitiveness, the development of new markets, and other initiatives.」
The company continues to recruit and develop diverse, highly specialized talent as a foundation for strengthening competitiveness and developing new markets. - FY2016First statedAnnual report
「We will work to create a workplace where diverse talent can thrive regardless of gender, nationality, age, or disability. As part of promoting diversity to enable diverse working styles, we aim to create a workplace where female employees can maximize their abilities and will promote women’s advancement through initiatives such as developing candidates for female management positions.」
The company identifies the advancement of diverse talent and the development of candidates for female management positions as specific measures.